Influence Of Work-life Balance Research Articles

The Influence of Work-life Balance on Organizational Citizenship Behavior

This research was conducted to determine whether work-life balance and organizational citizenship behavior are influenced empirically. This research involved 218 active employees with birth year criteria of 1997 to 2007 at the company PT. Pupuk Kalimantan Timur, Bontang. The research sample was determined using a probability sampling technique with simple random sampling. Research data was obtained using two types of scales, Work-Life Balance and Organizational Citizenship Behavior. Research data was analyzed using analytical techniques Product Moment with the help of SPSS 26.0 for Windows. Based on the results analysis it is revealed that Work-Life Balance and Organizational Citizenship Behavior have no significant influence with p-value = 0.891 (p<0.05). Influence of Work-Life Balance against Organizational Citizenship Behavior is shown by the R-value of 0.009, which means that both variables do not have strong correlation. Findings study show that there is no influence between Work-Life Balance and Organizational Citizenship Behavior. Keywords: work-life balance, organizational citizenship behavior, generation Z

Pengaruh Work Life Balance, Job Satisfaction dan Burnout Terhadap Turnover Intention pada Generasi Z Di PT. Rocket Chicken DIY

This research aims to determine the influence of work life balance, job satisfaction, and burnout on turnover intention. The respondents in this research were employees of Rocket Chicken Companny Generation Z in the Special Region of Yogyakarta.This research was conducted from February to Mart 2024. This research is quantitative research with a total of 100 respondents with a sampling technique using non-probability sampling with purposive sampling type. Data collection uses a questionnaire distributed. The analysis technique uses multiple linear aggression with the help of SPSS Version 23 for Windows.The research results concluded that work life balance had a negative and significant effect on turnover intention. Job satisfaction has a negative and significant effect on turnover intention. Burnoout has a positive and significant effect on turnover intention. Work life balance, job satisfaction, and burnout simultaneously have a significant effect on turnover intention.This research is interesting to carry out because there is an opinion that Generation Z is a generation that does not have a long-term commitment to the company

When work–life balance fails to boost organizational citizenship behaviors: the moderating role of leader–member exchange

PurposeSupporting employees’ work–life balance (WLB) has been a standard human resource management practice, thus the concern is now shifted toward its outcomes. The present study predicts that while WLB can boost organizational citizenship behaviors (OCBs), this positive effect may depend on the quality of leader–member exchange (LMX) relationships. The study seeks evidence to clarify how the WLB–OCBs relationship can be moderated by the LMX quality.Design/methodology/approachA sample of 216 frontline employees in New Zealand was used to test two moderation models using SPSS, AMOS and PROCESS macro.FindingsWLB was found to have substantial effects on OCBs-individual (OCBs-I) and OCBs-organization (OCBs-O) if the quality of LMX was high. Under low LMX quality, however, WLB failed to boost OCBs-I and OCBs-O. Thus, the influence of WLB on OCBs seems to be conditional on the leader–subordinate relationship as a boundary factor.Practical implicationsSupporting low-LMX-quality employees to balance their work–life roles seems insufficient to push OCBs. Managers and organizations need to improve the quality of leader–subordinate relationships to unblock the desired effects of WLB toward OCBs, and, ultimately, organizational effectiveness and performance.Originality/valueThe findings extend the research stream around the boundary impact of LMX relationships on the employees’ WLB – OCBs link in which the OCBs construct was especially examined in terms of OCBs-I and OCBs-O.

The Influence of Work Life Balance and Employee Rotation on Performance with Job Satisfaction as an Intervening Media at the State Asset and Auction Service Office, Palembang

This study aims to determine and prove the Influence of Work Life Balance and Employee Rotation on Performance with Job Satisfaction as an Intervening Media at the Palembang State Asset and Auction Service Office, both directly and indirectly. The population in this study were employees at the Palembang State Asset and Auction Service Office, totaling 37 people. Sampling in this study used the Saturated Sample technique, namely sampling was carried out randomly from the population. So in this study, the number used was 37 employees as research samples. Data analysis used in this study was by using the Structural Equation Model (SEM) analysis method which was operated through the Partial Least Square (PLS) program. The results of this study indicate that, the Work Life Balance variable affects Job Satisfaction, the Employee Rotation variable affects Job Satisfaction, the Work Life Balance variable affects Performance, the Employee Rotation variable affects Performance, the Job Satisfaction variable affects Performance, the Work Life Balance variable affects Performance with Job Satisfaction as an Intervening variable, the Employee Rotation variable affects Performance with Job Satisfaction as an Intervening variable.

Pengaruh Work Life Balance Dan Kompetensi Terhadap Kinerja Pegawai Pada Dinas Perhubungan Kota Tasikmalaya

This research purposse to determine and analyze the influence of work life balance and competence, both simultaneously and partially, on employee performance at the Tasikmalaya City Transportation Service. The method used in this research is a survey with a descriptive approach. With a research sample of 99 State Civil Apparatus as respondents. The data used is primary data. The analytical tool used in this research is multiple linear regression using the SPSS version 25 support application. The test results show simultaneously there is a significant influence of Work Life Balance and Competence on Employee Performance and that partially the variables used in the research, namely work life balance and competency, have a significant effect on the performance of employees at the Tasikmalaya City Transportation Service.

The Influence of Work-Life Balance on Employee Performance Among Financial Institution Staff in Klang Valley, Malaysia

In today's dynamic work environment, the importance of work-life balance in influencing employee performance has garnered significant attention. This study investigates the relationship between work-life balance and job performance among employees in financial institutions in Klang Valley, Malaysia. With increasing dissatisfaction in work-life balance leading to turnover intentions, it is crucial to understand how factors such as work overload, flexible work arrangements, and organizational support impact employee performance. The study adapts the Compensation and Spillover Theories to examine these dynamics within the financial sector. Using a quantitative approach and surveying 376 randomly selected employees, the research aims to provide insights into how work-life balance influences job performance in a high-demand industry. The findings are expected to inform organizational policies that enhance employee well-being and performance.

The Influence of Work-Life Balance and Workload on Employee Performance at Bank BTN Tasikmalaya Branch Office

This research purposse to determine and analyze the picture of work-life balance, workload and employee performance at Bank BTN Tasikmalaya Branch Office. The influence of work-life balance and workload on employee performance simultaneously at Bank BTN Tasikmalaya Branch Office. The influence of work-life balance on employee performance partially at Bank BTN Tasikmalaya Branch Office and the influence of workload on employee performance partially at Bank BTN Tasikmalaya Branch Office. The method used in this research is a survey with a descriptive approach. With a research sample of 35 collection department employees as respondents. The data used is primary and secondary data. The analytical tool used in this research is multiple linear regression using the SPSS version 26 support application. The test results show that work-life balance has a good classification, workload has a good classification and employee performance has a high classification, simultaneously showing the variables used. in the research, work-life balance and workload have a significant effect on employee performance at Bank BTN Tasikmalaya Branch Office. Partially, there is a significant influence of workload on employee performance, while work-life balance does not have a significant influence on employee performance.

Pengaruh Work Life Balance dan Lingkungan Kerja Non Fisik terhadap Kinerja Pegawai Pada Badan Kepegawaian Daerah Provinsi Sumatera Barat yang Dimediasi Kepuasan

Life balance in the implementation of work is an inseparable part of achieving employee job satisfaction, while job satisfaction is one of the most important parts of employee performance so that company goals are achieved effectively and efficiently. The aim of this research is to analyze the influence of work life balance and non-physical work environment on the performance of employees of the Regional Civil Service Agency of West Sumatra Province which is mediated by job satisfaction. The total population in this study was 73 people who were the samples in this study using the census or saturated sample method. Data was collected through distributing questionnaires with a Likert scale model and then testing the validity and reliability of the questionnaire. The data analysis technique used is the Smart PLS method. The results of this research are that work life balance has a positive and significant influence on employee performance at the Regional Civil Service Agency of West Sumatra Province; The non-physical work environment has a positive and significant influence on employee performance at the West Sumatra Province Regional Civil Service Agency. Work life balance has a positive and significant influence on job satisfaction at the Regional Civil Service Agency of West Sumatra Province. The non-physical work environment has a positive and significant influence on job satisfaction at the Regional Civil Service Agency of West Sumatra Province. Job satisfaction has a positive and significant influence on employee performance at the Regional Civil Service Agency of West Sumatra Province. Work life balance can be mediated by job satisfaction on employee performance at the Regional Civil Service Agency of West Sumatra Province. The non-physical work environment can be mediated by job satisfaction on employee performance at the Regional Civil Service Agency of West Sumatra Province.

The Influence of Work Life Balance and Work Environment on Employee Performance with Job Satisfaction as a Mediation Variable at UPTD KPH North Bali

The Influence of Work Life Balance and Work Environment on Employee Performance with Job Satisfaction as a Mediation Variable at UPTD KPH North Bali

PENGARUH WORK LIFE BALANCE DAN EMPLOYEE ENGAGEMENT TERHADAP KINERJA LAYANAN DIMEDIASI KEPUASAN KERJA PADA PEGAWAI KANTOR PELAYANAN PAJAK PRATAMA BENGKULU DUA

This research The Influence of Work Life Balance and Employee Engagement on Service Performance is Mediated by Job Satisfaction in Bengkulu Dua Pratama Tax Service Office Employees either eksogen or endoogen. Based on the results of the research and discussion described above, the results can be concluded as follows: 1. Shows that there is a positive relationship between work life balance and service performance 2. There is no influence between employee engagement on service performance 3. There is not influence between work life balance on job satisfaction 4. There is an influence between employee engagement and job satisfaction 5. There is no influence between job satisfaction and service performance 6. Job satisfaction does not mediate the influence of work life balance on service performance, 7. Job satisfaction does not mediate the relationship between employee engagement and service performance, this is indicated by the T statistic value of 1.587 (<1.967) and the significance value of p 0.113 (>0.05). This value shows that H7 is rejected. Keywords: Work Life Balance, Employee Engagement, Service Performance and Job Satisfaction

Employee Resilience as Strengthening the Influence of Work Life Balance and Servant Leadership on Employee Engagement (Study at the Badung Regency Regional Research and Innovation Agency)

An imbalance between work life and personal life can often affect the level of employee involvement in their work. On the other hand, a servant leadership style that focuses on service and care for employees can also be a factor that influences the level of involvement. This research also identifies employee resilience as a mediating variable, describing an employee's ability to overcome pressure and challenges in the work environment. The respondents in this research were employees at the Badung Regency Regional Research and Innovation Agency. The number of respondents in this study was 63 respondents using nonprobability techniques, namely saturated samples or often called total sampling. This research uses Structural Equation Modeling (SEM) analysis of the SmartPls 3.2.8 program. The results of this research show that work life balance has a positive and significant effect on employee resilience, but servant leadership has no effect on employee resilience. Work life balance, servant leadership, and employee resilience have a positive and significant influence on employee engagement. Employee resilience is a mediating variable on the influence of work life balance on employee engagement which is partially mediated. Employee resilience is not a mediating variable on the indirect influence of servant leadership.

The Role of Employee Engagement as Mediation on the Effect of Work Life Balance and Organizational Climate on Employee Performance at PT. Anugerah Agung Alami Bali

The success of a company cannot be separated from the good performance of an employee. Goal Setting Theory by Locke and Latham assumes that there is a relationship between goals and a person's performance in the work they are given. There are many factors that can influence employee performance in a company. Work life balance, organizational climate, Employee Engagement have a positive and significant effect on employee performance at PT. Anugerah Agung Alami Bali, explains that there is a unidirectional and meaningful influence, where Work life balance, Organizational Climate, Employee Engagement increases will tend to be followed by an increase in employee performance. This research aims to analyze and explain the direct influence between Work life balance, Climate Organization and employee performance as well as the indirect influence of work life balance, organizational climate on employee performance through the mediation of Employee Engagement. This research is explanatory research using quantitative research methods, carried out at PT Anugerah Agung Alami Bali with total sampling, where the number of samples studied was 85 people. The analysis tools used are SPSS and Smart-PLS. The results of this research are that work life balance can have a positive and significant influence on employee engagement, organizational climate has a significant positive influence on employee engagement, work life balance has a significant positive influence on employee performance, organizational climate has a significant positive influence on employee performance, Employee Engagement has a positive and significant effect on employee performance. Apart from the direct influence, it was also found that indirect influence in the form of Employee Engagement could partially mediate the influence of Work Life Balance on employee performance and Employee Engagement also succeeded in partially mediating Organizational Climate on employee performance. The conclusion of this research is that hypotheses 1 to 7 are accepted. In this research, the factors that have the greatest impact on improving employee performance at PT are also known. Anugerah Agung Alami Bali, so that management can optimize these factors to improve employee performance.

The Influence of Work Life Balance to Subjective Wellbeing on Women Working in PTPN II

This study aims to determine the effect of work-life balance on the subjective well-being of women who work in PTPNII. The subjects of this study were 79 women who worked in PTPN II. The approach used in this research is quantitative. The data were collected Using work-life balance scale and the Satisfaction with Life Scale (SwLS) as measuring instruments and were analyzed statistically using a simple regression analysis. The results of statistical analysis show that simultaneously, work-life balance has a significant positive effect on subjective well-being. The determinant coefficient (R square) shows a value of 0.068 meaning that subjective well-being is influenced by work-life balance of 6.8%. Working conditions and work environment that require individuals to continue to be productive, as well as working time pressuresare challenges for individuals that have an effect on subjective well-being. This research may provide information for policymakers in implementing better human resource policies, such as enhancing employees’ psychological well-being by balancing the intensity of task difficulty with adequate working time and staffing level. Keywords: Subjective Well-being, Work-Life Balance, Women Working, PTPN II

The Influence of Work Life Balance, Career Development and Compensation on Employee Performance at PT Busana Teen Agrakreati Bantul Yogyakarta

In today's competitive industrial world, qualified human resources are crucial for companies to achieve their goals. One way to achieve this is by understanding employee performance within the company. This study aims to analyze the influence of work-life balance, career development, and compensation on employee performance. The sample in this study consisted of 100 respondents who are employees of PT Busanaremaja Agracipta, Bantul, Yogyakarta. The data collection technique used was a survey method with the research instrument in this study being a questionnaire. The results of the instrument test stated that the data in this study was distributed abnormally, so it was necessary to change the data into Natural Logarithm (LN) form. Then, from the transformed data, a regression model was produced that was free from multicollinearity and heteroscedasticity. The results of this study prove that: (1) Work-life balance does not have a significant effect on employee performance, (2) Career development has a significant effect on employee performance, (3) Compensation has a significant effect on employee performance, (4) Work-life balance, career development and compensation have a simultaneous effect on employee performance. These results have implications for further researchers to examine work-life balance in relation to its relationship with employee performance in order to influence employee performance.

Keseimbangan Kehidupan Kerja dan Burnout: Implikasinya Terhadap Kepuasan Kerja Karyawan Di You N Me Store Cirebon

Identifying the influence of work life balance and burnout on employee job satisfaction at You n Me Store in Cirebon City. The purpose of this study is to determine whether there is a relationship between work life balance, burnout, and employee job satisfaction at the store. Thus, this study aims to provide a better understanding of the factors that affect employee job satisfaction and how management can improve better working conditions for their employees. The type of research used in this study is an association study. Population and Sample. Data Collection Techniques, Literature review Work life balance and burnout have a significant positive influence on employee job satisfaction at You n Me Store Cirebon City. Work life balance partially has a positive and significant influence of 53.6% on employee job satisfaction. Burnout partially has a positive and significant influence of 39% on employee job satisfaction. The results of hypothesis testing show that the burnout variable partially has a significant effect on employee job satisfaction Work life balance and burnout have a positive and significant effect on employee job satisfaction at You n Me Store Cirebon City. Work life balance partially has a positive and significant effect of 53.6% on employee job satisfaction. Burnout partially has a positive and significant effect of 39% on employee job satisfaction.

The Influence of Work-Life Balance and Motivation on Employee Performance with Job Satisfaction as the Mediator: ACase Study of Medicine Faculty Employees

Employee performance at the Faculty of Medicine, North Sumatera University, is a crucial factor in achieving academic organizational objectives. This study aims to identify factors influencing employee performance, namely work-life balance, motivation, organizational culture, and job satisfaction. The research method used is associative causal research with a quantitative approach. The research sample consists of 99 employees selected using total sampling method. Data were collected through interviews, documentary studies, and questionnaires. The analysis results indicate that Motivation has a significant positive influence on Job Satisfaction, while Work motivation has a significant positive influence. Work-life balance has a significant positive influence on Employee Performance, but Work motivation has a significant positive influence on Employee Performance. Additionally, Job Satisfaction has a significant positive influence on Employee Performance. Recommendations from this study include the management of the Faculty of Medicine, North Sumatera University, paying attention to employee work-life balance and strengthening positive organizational culture. Providing incentives or rewards to employees who achieve high job satisfaction levels is also suggested to enhance overall performance.

The Role of Job Satisfaction as Mediation on the Influence of Work Life Balance and Training on Job Performance

Aims: Human resource performance management is essential in supporting the achievement of organizational goals. This study examines the effect of work-life balance and training on work performance, with job satisfaction as a mediating factor and gender as a control variable. This research will provide insight into companies' policies and management of human resources. Study Design: This research is quantitative research using a survey method. The research was conducted at the Indonesian Red Cross (PMI) Banyumas Regency from September to October 2023. Methodology: The population in this study was 180 employees. The sample used was 119 employees, with sample takers using the purposive sampling method. The analytical tool used in this research is Structural Equation Modeling (SEM) with a Partial Least Square (PLS) approach. An outer model analysis technique was used to test the validity and reliability of the measurements used, followed by an inner model analysis technique to test the relationship between latent constructs and hypothesis testing. Results: This research found that work-life balance and job satisfaction influence performance, but training does not influence performance. This research also found that training affected job satisfaction, but work-life balance did not affect job satisfaction. Even though training does not have a direct effect on performance, if it is mediated by job satisfaction, training will affect performance. In contrast, work-life balance has a direct impact on performance, but job satisfaction is not strong enough to mediate the relationship between work-life balance and performance. Apart from that, this research also found that gender as a control variable did not influence performance.

The Influence of Work-Life Balance and Work Engagement on Organizational Citizenship Behavior Mediated by Self-Efficacy at PT. LG Electronics Indonesia

Every company needs quality human resources, innovation and creativity so that a company can continue to compete with other companies so that employee performance is really needed by companies to improve company performance and employee performance. This research aims to determine the influence of the Work Life-Balance variable and the Work Engagement variable on Organization Citizenship Behavior mediated by the Self-Efficacy variable in employees PT. LG Electronics Indonesia. The research method used is a quantitative method with the research population namely employees of PT. LG Electronics Indonesia and the sample size was 87 people. The analytical method used in this research is Partial Least Square (PLS) using the SmartPLS version 3.0 program. Based on this research, that Work-Life Balance has no significant influence on Organization Citizenship Behavior with a t-statitic value (1,566 < 1,96), Work Engagement has a significant influence on Organization Citizenship Behavior with a t-statitic value (3,166 > 1,96), Self-Efficacy has a significant influence on Organization Citizenship Behavior with a t-statitic value (2,056 > 1,96), Work-Life Balance has a significant influence on Self-Efficacy with a t-statitic value (4,211 > 1,96), Work Engagement has a significant influence on Self-Efficacy with a t-statitic value (5,495 > 1,96), Work-Life Balance mediated by Self-Efficacy does not have a significant influence on Organization Citizenship Behavior with a t-statitic value (1,877 < 1,96), Work Engagement mediated by Self-Efficacy does not have a significant influence on Organization Citizenship Behavior with a t-statitic value ( 1,811 < 1,96).

The Influence of Work-Life Balance, Workload and Work Environment on Burnout among Teachers in Melaka Tengah District, Malaysia

Teacher burnout emerges as a complex issue intertwined with challenges in maintaining work-life balance, managing heavy workloads, and navigating the work environment within the educational sector. Factors such as the difficulty in achieving a balance between professional responsibilities and personal well-being, excessive work demands, and unsupportive work environments significantly contribute to the risk and prevalence of burnout among teachers. Efforts to address these contributing factors through supportive policies, workload management, and the cultivation of a positive work atmosphere are essential for mitigating burnout and enhancing teacher well-being and retention. This study determines the relationships between work-life balance, workload, work environment, and teacher burnout, utilizing a quantitative approach with data from 332 teachers via a Google Form survey. The findings reveal a positive relationship between work-life balance and burnout, challenging the notion that improved balance alone mitigates burnout. Workload demonstrates a strong positive association with burnout, highlighting the impact of increased demands on teachers. Conversely, a positive work environment exhibits a negative relationship with burnout, suggesting that a supportive organizational climate acts as a protective factor. This study underscores the need for a holistic approach to teacher well-being, recognizing the intricate relationships between workload, personal life, and the organizational environment. These findings offer valuable insights for educational institutions aiming to foster a supportive work environment and mitigate the adverse effects of burnout among teachers.

The Influence of Work Life Balance and Work Experience on Employee Performance in Rocket Chicken in the City of Yogyakarta

This research is useful to investigate the effects work life balace, along with work experience, impacts the employee performance. The sample in this study were employees who worked at Rocket Chicken, Yogyakarta City with the characteristics of having work experience of ≥ 1 year. The research utilized purposive sampling, involving 45 respondents in total. Primary data for this study comprises the perspectives of employees at Rocket Chicken in Yogyakarta City, collected via a questionnaire. The examinations conducted in this study included descriptive analysis, instrument validation (reliability and validity tests), assessment of classical assumptions, determination coefficient calculation, and hypothesis testing (t-test and F-test). The findings indicate a positive and significant impact of both work-life balance and work experience on employee performance. Work-life balance, with a regression coefficient of 0.731 and work experience with a coefficient of 0.769, show substantial effects on performance, supported by significance values of 0.00. Additionally, their collective influence is reinforced by an F-value of 17.308, exceeding the F-table value, and a significance value below 0.05 (0.00).